Organizational Development Supervisor

Summary Coordinate the strategies and plans for the retention of talent in the different areas of the organization, blending in the management of engagement initiatives and ensuring that the onboarding processes are aligned with the needs of the organization and the market. Job Responsibilities Analysis and retention strategies Coordinate the attrition analysis of the Tijuana site alongside with the Business Owners and support areas. Generate and coordinate strategies for talent retention alongside with the Geese team. Coordinate the weekly attrition meeting as well as its documentation process. Follow up on the action plans resulting from the weekly attrition meeting with those responsible for each of the initiatives, ensuring their compliance. Coordinate meetings with the attrition committees of the operational areas, supporting follow-up on action plans that require support from administrative areas. Lead the hand-off process between the areas of Talent Acquisition, Human Resources and Organizational Development, ensuring participation and monitoring of the established agreements. Measurement of key retention indicators Coordinate the efforts related to internal surveys that measure the climate and voice of the employee, ensure the execution of focus groups with teams from all over the organization to contribute to the insight of the formal instruments. Coordinate the execution of the quarterly and annual Ambassador's voice surveys. Generate and present reports of results obtained from surveys and focus groups in various human resources and management forums. Generate and develop internal committees in favor of talent retention. And execute a timely follow-up plan for the concerns / escalations shared by new recruits in the surveys and expand them with the corresponding areas. Design new evaluation tools and update the current ones based on the needs of the plan to reduce turnover. Coordinate diagnoses that identify where additional training is required at the supervisor level. Employee Experience Coordinate the department's efforts focused on onboarding for all areas, as well as monitor their experience during their first 8 weeks in the company. Manage pre boarding plans with support areas, as well as individual onboarding plans for staff in management positions and above. Ensure the incorporation of the company culture in the onboarding plans. Work together with the Onboarding specialist to follow up on the NH experience during their first 90 days. Manage the efforts derived from the information found in the exit surveys and make constant updates to collect the necessary information. Coordinate the efforts of the department to comply with the calendar of events focused on the engagement of the company. Evaluate the satisfaction and engagement rates of employees regarding the calendar of events. Deliver sessions aimed at improving retention, onboarding and engagement. Coordinate efforts related to recognition programs throughout the organization. Specialized Knowledge Organizational Development, Change Management, Retention efforts, Groups Management, Human development and Assessment tools. What are we looking for? Required Bachelor's degree Previous experience supervising teams and attrition related projects Language Level Conversational English level Computational Level Use of Office: Word, Excel, Power Point, Etc. What can Seguros Confie offer you? Engaging and supportive work environment. That is how we were voted as the "Best Call Center in Tijuana". Being part of a team where you can balance your personal and professional life. We've created a great environment for our team members to experience a healthy work-life balance. Employee engagement events Perks and discounts All employees at Seguros Confie can ask for three extra paid days off after their first 90 days with us Private Health Insurance and more All law benefits Visit our web sites Job Type Part-time #J-18808-Ljbffr